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#LINKEDIN TALENT HOW TO#

Employers that aren’t yet a household name may want to consider skipping the first page of search results - maybe even checking out the candidates on the last page, Scruggs said.

It can also help a team source more diverse hires.

This can be particularly useful for employers that don’t have as much name recognition or as strong of a “talent brand,” Scruggs said.

“If you’ve got somebody who’s a cashier, they may very likely have the same skills as a customer service rep.”

“Everything we’re doing on the product is about contextualizing skills, and understanding how skills of one role map to another role,” Scruggs said.

Erin Scruggs, VP of talent acquisition at LinkedIn, said skills - which candidates can list on their profiles - are the “future currency” of recruiting, particularly in a tight labor market. “We do not want to be the agency that sends out stupid messages.”įocus on skills, not pedigree.

Specific, well-informed messages targeted to the candidate are crucial to getting a good response rate - by all means, don’t “spray and pray,” said Shawn Cole, co-founder and president of Cowen Partners.

“After they’ve connected, then for sure.” “That’s a second email,” Rosenstein said. Rosenstein also doesn’t ask for an appointment or include a Calendly link in the first message to a candidate.“If you’re at 300 characters, you’re way over for a candidate,” Rosenstein said.When sending a connection request, executive recruiter Darrell Rosenstein said he rarely sends more than three sentences or 150 characters. When reaching out, short and sweet is key. We asked LinkedIn’s VP of talent acquisition and three outside recruiters for their best LinkedIn hacks for sourcing talent. Much of talent sourcing still takes place on LinkedIn, but many recruiters have found their own techniques to use the service more efficiently. The cross section of listening and learning from incredible Talent leaders, reconnecting with friends and clients, and meeting SO many amazing new people, gave me incredible energy!” Dina Medeirosĭirector, Employee Experience & Talent Attraction, Momentive.Companies like Meta and Lyft have stopped hiring for the year, and that’s music to the ears of other tech companies that are still staffing up.

#LINKEDIN TALENT HOW TO#

I don’t know how to express how much I enjoyed…and needed, this week. I left the session feeling inspired and energized! It's so essential to stay informed and stay agile as we continue to evolve with our talent strategies.” Weeam Suliman “I participated in LinkedIn Virtual Talent Connect Day 1.

Director, Global Hiring Initiatives & Enablement, Nike I leave humbled, inspired, and ready to get to work to improve the work experience for all of us!” Nick Boyd “I can’t express how great it felt to be in community with my fellow HR peers and the brilliance being exchanged so freely. Head of Learning & Development, Foster + Partners I can't wait for NYC - block your diary!” Laggi Diamandi The carefully curated speakers and breakout sessions provided robust insight for HR, L&D, and Talent professionals. “Talent Connect is the one industry event I look forward to and provides me with inspiration, purpose, and the opportunity to reflect on the work we do. Looking forward to next year in NYC!” Amy Shultz “I am so glad Talent Connect is back! It was great to reconnect with global colleagues, spend time filling up my development cup, have some fun, and hear and learn from inspirational thought leaders to take that goodness back to my team, to help us shape our future roadmap and priorities.